“First impressions matter,” said Jill Hauwiller, owner and lead consultant at Leadership Refinery, a company that provides coaching services for executive and high-potential leaders. “Makes an employee feel like they belong even before their first day on the job,” she says. In addition to technology, many leaders also transfer the power of the company to new employees. “These types of artifacts create a shared interest in helping you feel welcome while also promoting your company’s brand,” says Hauwiller.
Once you’ve landed a hybrid position, here are eight ways to stand out both in and out of the office.
Double technology
Life is complicated enough to manage kids, school, work, and personal time, especially when it’s all fuzzy together. Remembering your dock, standalone camera, or other tools can be taxing for even the most organized professional. “Mirror your workspace,” suggests Noah Glazov, vice president of enterprise sales at Amperity, a customer data platform organization. Having two of the things that make life easier, with a full office setup — desk, drawers, and supplies included — in both locations. Ideally, ask your manager or human resources department to cover the costs if you need to buy anything for your home office or provide you with equipment you can take home. home.
Understand expectations
Teamwork can be difficult for introverts because it requires initiative on the part of employees and managers to stay in touch and connect with each other on a regular basis. Debra Dinnocenzo, president of VirtualWorks and co-author of Remote Leadership: Successfully Lead Work from Anywhere and Hybrid Teams. So, from the outset, make sure you and your manager discuss specific goals and what you’re responsible for, no matter where you achieve them.
Buddy Up
At Radisson Hotels, where Avny was product manager when the pandemic hit, she’s part of a buddy program in which all new employees are assigned to someone outside of their core team. to learn more about the organization.
“The social aspect is a challenge when starting a new job,” she says. If there’s no formal way to get support, ask your manager to recommend someone for you to cover. In fact, requires two, Hauwiller suggested. Look for someone who works in an office full-time (if everyone is still working that way) and another who is a hybrid, as you can learn key differences from both.
Learn new standards
When it comes to learning about the contents and activities of a new company, incorporation can complicate the process. “There are new ways to behave as a result of the pandemic,” Pollak said. For example, ask questions without judgment, such as: Do you want to connect by phone or video? Or Will you work in the office or outside the office? These questions will become more normal over time, like Smoking or not smoking? and Paper or plastic? Pollak is now part of our daily vocabulary.
Other informal behaviors to watch out for include co-workers’ work hours, emailing times, and how information flows within the organization.
Create a moment
Shawn Stromath, a senior CFO, joined window and door manufacturer Marvin last summer, and he couldn’t be happier with his work-life balance as well. the supportive culture he finds. Stromath shared one key difference from life before the pandemic. “Inspiration often comes in moments interspersed in hallway conversations, where now you have to be on purpose giving chance to chance,” he says. But working remotely doesn’t mean those moments can’t happen. One way Marvin encourages this type of interaction is to spend weekdays innovating in person. Another way is to build a “loose agenda” with an icebreaker at the start of team meetings and at the end time to give employees a chance to hang out and have informal conversations with co-workers.
Call your friends
With Microsoft Teams, Slack, and Zoom all vying for our attention and focus, we’ve almost forgotten what it’s like to have an informal chat with a colleague about something unrelated to work. any. However, these are the types of interactions that help you build close relationships with your colleagues.
When meeting with colleagues, especially when you’re new to the organization, ask them questions that aren’t work-related, says Glazov. What do they like to do in their spare time?? Do they have pets?? Then give them a call and ask about their status and mention something you learned about them from the first conversation. If you’re uncomfortable calling strangers, text them.
Try to stand out (In a good way)
You may worry that your time away from the office will hurt your chances of getting a promotion or getting noticed by your job. With some colleagues in place more than others, people in the office have easier access to managers and can raise their hands to do their best work and get the most feedback because they “close to the action”, so to speak. If you’re away in an in-person meeting, make sure someone is taking notes (or suggest doing so yourself) for a detailed record and points to note. GitLab, for example, has a “remote first” mentality, with upfront agendas required for any kind of meeting. And reach out to management to provide your expertise when the opportunity arises.
Flexible and Adaptable
As a change management consultant, I find one of the most common fears at all levels is the unknown. In the SHRM study mentioned earlier, over 70% of employers struggled to understand the meaning of the phrase “remote”. “Where there is a will, there is a way,” reminded Dinnocenzo. Those who have sworn to their teams will not be able to function effectively unless everyone gets together quickly to find new approaches to winning the coronavirus as it locks them out of their comfort zones.
Patience, flexibility and adaptability. A company you join today may be experimenting with a variety of strategies to support the needs of its employees tomorrow while continuing to meet business goals. And purposefulness is essential to navigating, balancing, and succeeding in this new way of life.
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